To see the other types of publications on this topic, follow the link: Job coaches.
Dissertations / Theses on the topic 'Job coaches'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Job coaches.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Söderkvist, Nils. "Recommendation system for job coaches." Thesis, Uppsala universitet, Institutionen för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446792.
Full textAbstract:
For any unemployed person in Sweden that is looking for a job, the most common place they can turn to is the Swedish Public Employment Service, also known as Arbetsförmedlingen, where they can register to get help with the job search process. Occasionally, in order to land an employment, the person might require extra guidance and education, Arbetsförmedlingen outsource this education to external companies called providers where each person gets assigned a coach that can assist them in achieving an employment quicker. Given the current labour market data, can the data be used to help optimize and speed up the job search process? To try and help optimize the process, the labour market data was inserted into a graph database, using the database, a recommendation system was built which uses different methods to perform each recommendation. The recommendations can be used by a provider to assist them in assigning coaches to newly registered participants as well as recommending activities. The performance of each recommendation method was evaluated using a statistic measure. While the user-created methods had acceptable performance, the overall best performing recommendation method was collaborative filtering. However, there are definitely some potential for the user-created method, and given some additional testing and tuning, the methods can surely outperform the collaborative filtering method. In addition, expanding the database by adding more data would positively affect the recommendations as well.
2
Braswell, Ray. "Differences in Perceived Teacher-Coach Job Attitudes as Identified by Senior High School Principals and Teacher-Football Coaches." Thesis, North Texas State University, 1986. https://digital.library.unt.edu/ark:/67531/metadc332045/.
Full textAbstract:
The dual role of classroom teacher and athletic coach is commonly combined in public school systems, often resulting in job related conflicts. The purpose of this study was to examine the job attitudes of teacher-coaches as perceived by teacher-football coaches (n=283) and high school principals (n=43) and identify areas where role preference occurred. The teacher-coaches and principals responded to a job attitude instrument designed to measure attitudes concerning job related tension, participation in decision making, job involvement and job satisfaction during the roles of teaching and coaching.
3
Miller, James E. "Burnout in boy's high school basketball coaches." Thesis, Virginia Tech, 1990. http://hdl.handle.net/10919/41898.
Full textAbstract:
The purpose of this study was to determine the relationship between role ambiguity, role conflict, win-loss record at current position, career win-loss record, school enrollment, total years as a head coach, total years as an assistant coach, and number of sports coached and burnout in men's varsity and junior varsity head high school basketball coaches. The subjects were all male coaches (n=64) from twenty-four counties in southwestern Virginia. The multiple regression analyses indicated that role ambiguity and role conflict did not differentiate a higher level of burnout. The remaining demographic variables were not significant predictors of burnout. Emotional exhaustion and depersonalization were best explained by school enrollment. Personal accomplishment was best explained by total years as a head coach and number of sports coached.Master of Science
4
Narcotta, Eileen M. "Mentoring effects on job satisfaction and turnover intent of assistant soccer coaches." Virtual Press, 2006. http://www.oregonpdf.org.
Full textAbstract:
Thesis (M.S.)--Ball State University, 2006.Includes bibliographical references (leaves 103-112). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
5
Frazer, Kirk Jack. "Factors affecting coaches with stress and burnout." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2896.
Full text
6
Davies, Matthew John. "Factors affecting the job satisfaction of Canadian male university basketball coaches." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=79836.
Full textAbstract:
The purpose of the current study was to investigate factors affecting the job satisfaction of Canadian male university basketball coaches, as it pertained to their goals and measures of success for themselves, their athletes, and their team. Semi-structured individual interviews were conducted with six university coaches. Three higher-order categories emerged: (a) personal variables, which encompassed the philosophies the participants developed based on their athletic and coaching experiences, (b) internal elements, which involved what the coaches did for their athletes' academic, athletic, and personal development and the coaches' personal development, and (c) external influences, which included tangible and measurable positive and negative factors that affected the level of satisfaction derived from the other higher order categories. These results provide a clearer understanding of factors that affect coaches' job satisfaction, as well as the goals that coaches set and how they measure success. In addition, this information may be incorporated into coach training programs.
7
Morgan, Donna T. Hamblin. "The Impact of Job-Embedded Professional Development Coaches on Teacher Practice." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etd/1755.
Full textAbstract:
The intent of this qualitative study was to understand the impact of job-embedded professional development coaches on teacher practice. Coaches in this study worked with teachers to plan lessons, model lessons with feedback, and disaggregate data. This qualitative study was conducted using interviews of coaches to gain their perceptions of the work they did with teachers and how this work influenced teacher practice. Teachers were interviewed to determine their perceptions of the impact coaches' work had on their classroom practices. Analysis of the coaches and teachers' reflective journals was also conducted to establish the participants' perceptions of their work together and the impact on teacher practice.
Several themes emerged from the data analysis that assisted the researcher in forming the theoretical framework for the study. All coaches and teachers interviewed reported feeling positive about the work they did together planning lessons, modeling lessons with feedback, and disaggregating data. The researcher identified several factors that promoted the coaches' influence on teacher practice and several barriers that limited the coaches' influence on teacher practice. Teachers also identified traits and actions of an effective coach.
Based on the research all the teachers grew in various ways from the work they did with the coaches. Teachers reported changing their practices and attitudes as well as trying new approaches, strategies, and programs. They appreciated coaches' help with classroom management, discipline, and emotional support. Some teachers gained confidence in their teaching abilities, increased their expectations of students, and allowed students to take charge of their own learning. They went deeper with their teaching and engaged more in reflective thinking about why they do things the way they do.
Job-embedded coaching has the potential to influence teachers' practices and subsequently student learning. Recommendations from study findings may assist teachers, coaches, and school leaders in building an effective coaching model.
8
Ogasawara, Etsuko. "Job satisfaction and work commitment among Japanese and American collegiate coaches /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487946776023419.
Full text
9
Kim, Jong-Chae. "The effects of work experiences and institutional support on job satisfaction among NCAA coaches." Thesis, Texas A&M University, 2003. http://hdl.handle.net/1969.1/2240.
Full textAbstract:
The primary purposes of this study were to explore the relationships among four work experiences (i.e., job variety, job autonomy, job stress, and job feedback) and coaches?? job satisfaction to examine the influence of institutional support (i.e., affective institutional support and financial institutional support) on job satisfaction, and to investigate if the relationship between the type of institutional support and job satisfaction differs (does not differ) between revenue generating sport coaches and non-revenue-generating sport coaches. To achieve these purposes this study examined the relationships among four work experiences and institutional support variables on job satisfaction. This study also examined differences between revenue-generating sport and non-revenue-generating sport coaches. Coaches (N = 599) in 7 sports (i.e., football, basketball, baseball, softball, soccer, volleyball, and tennis) from NCAA Division I schools were asked to participate in this study. The response rate was a 34.7 % (208 / 599). Participants included 145 males and 63 females. Of the 208 completed and returned questionnaires, 100 (48.1%) were from revenue sport coaches (i.e., football and basketball). Meanwhile, 108 (51.9 %) were from non-revenue sport coaches. The results indicated that job variety, job stress, job feedback, affective institutional support, and financial institutional support were significantly related to job satisfaction. Namely, these three job experiences and two types of institutional support in the organizational environment impacted coaches?? attitudes, or job satisfaction. Further, for revenue generating sport coaches, financial institutional support was a significant indicator of job satisfaction; however, for non-revenue-generating sport coaches, affective institutional support held a stronger relationship to job satisfaction than did financial institutional support. Additionally, one of the job experience variables, job feedback, played a meaningful role to both coaches of revenue sports and coaches of nonrevenue sports in shaping job satisfaction.
10
Jordan, Jeremy S. "The relationship between organizational justice and job satisfaction : an examination of NCAA Basketball Coaches /." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu148639916010791.
Full text
11
Kim, Jae H. "A survey on job coaches' perceptions and attitudes to facilitate coworker natural supports for people with disabilities in supported employment." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002kimj.pdf.
Full text
12
McClowry, James E. "The factors involved in the job performance evaluation of NCAA Division I-A and Division III head football coaches : a comparative study." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1036182.
Full textAbstract:
The purpose of this paper was to gather information from college athletic directors from Division I-A and Division III institutions concerning the factors that they deem the most and least important in evaluating their institution's head football coach for job retention. The study identified 10 factors that are instrumental in evaluating head football coaches. Athletic directors prioritized these 10 factors in order of importance when evaluating their head football coach.Surveys were sent to 106 Division I-A athletic directors and 106 Division III athletic directors. Of the 151 surveys returned, 47 from Division I-A athletic directors and 67 from Division III athletic directors were deemed usable.The surveys revealed that Division I-A athletic directors primarily evaluate their head football coaches by win/loss percentage and compliance with NCAA rules. Of the ten factors selected for this study, public relations and organizational skills were considered the least important factors in their evaluation process. For Division III athletic directors, the primary factors of evaluation for their head football coaches were knowledge of the sport, loyalty to the institution, and serving as a role model for student-athletes. The least important factors were win/loss percentage and public relations.These findings suggest that the philosophy of athletics for each of these two levels is quite different. Head football coaches at the Division I-A level are expected to win games to maintain their jobs while Division III coaches do not experience the same pressure to win. Differences in the evaluation factors are illustrated for each level of collegiate athletics and understanding these differences may better guide aspiring young coaches who are pursuing a career in college football coaching.School of Physical Education
13
Fraser, Jeremiah Owen. "The coach-athletic trainer relationship and its association with athletic trainers' job satisfaction." Scholarly Commons, 2013. https://scholarlycommons.pacific.edu/uop_etds/849.
Full textAbstract:
The purpose of this study was to examine if Division I Collegiate Athletic Trainers' (ATs') perceived.quality of their relationship, with a head coach, is associated with total job satisfaction. The study was driven by three questions: 1) Does a correlation exist between ATs' perceptions of the quality of the coach-AT relationship and total job satisfaction? 2) Will either the direct or the meta-perspective held by the AT be significant predictors of overall job satisfaction? and 3) Will ATs' assumed similarity be a significant predictor of overall job satisfaction? In order to examine this issue, ATs assigned to NCAA division I institution's baseball or softball team were given a compendium survey. The survey was composed of the Job Satisfaction Survey (Spector, 1994), a modified Coach-Athlete Relationship Questionnaire (CART-Q) (Jowett & Ntoumanis, 2004), and a modified meta Coach-Athlete Relationship Questionnaire (meta CART-Q). The surveys measured ATs' total job satisfaction.and satisfaction with various job sub factors, and their direct and meta-perspectives of their relationship with their coach, respectively. Correlational and regression analyses were used to determine the influence and predictability of aspects of a quality relationship to total job satisfaction. The findings demonstrate that ATs' perception of the quality of certain aspects of their relationship with a head coach is related to overall job satisfaction. This indicates that greater efforts need to be taken to improve overall coach-AT relationship dynamics. Improving the dynamics is needed to improve conditions that can cause unacceptably low levels of job satisfaction, which lead to burnout and attrition. The quality of the coach-AT relationship and its impact on Job satisfaction needs to be recognized as a contributing factor to AT job satisfaction. Understanding the coach-AT relationship can help direct measures to address decreased job satisfaction levels and stave off attrition in athletic training.
14
Fraser, Jeremiah Owen. "The coach-athletic trainer relationship and its association with athletic trainers' job satisfaction : a thesis." Scholarly Commons, 2001. https://scholarlycommons.pacific.edu/uop_etds/849.
Full textAbstract:
The purpose of this study was to examine if Division I Collegiate Athletic Trainers' (ATs') perceived.quality of their relationship, with a head coach, is associated with total job satisfaction. The study was driven by three questions: 1) Does a correlation exist between ATs' perceptions of the quality of the coach-AT relationship and total job satisfaction? 2) Will either the direct or the meta-perspective held by the AT be significant predictors of overall job satisfaction? and 3) Will ATs' assumed similarity be a significant predictor of overall job satisfaction? In order to examine this issue, ATs assigned to NCAA division I institution's baseball or softball team were given a compendium survey. The survey was composed of the Job Satisfaction Survey (Spector, 1994), a modified Coach-Athlete Relationship Questionnaire (CART-Q) (Jowett & Ntoumanis, 2004), and a modified meta Coach-Athlete Relationship Questionnaire (meta CART-Q). The surveys measured ATs' total job satisfaction.and satisfaction with various job sub factors, and their direct and meta-perspectives of their relationship with their coach, respectively. Correlational and regression analyses were used to determine the influence and predictability of aspects of a quality relationship to total job satisfaction. The findings demonstrate that ATs' perception of the quality of certain aspects of their relationship with a head coach is related to overall job satisfaction. This indicates that greater efforts need to be taken to improve overall coach-AT relationship dynamics. Improving the dynamics is needed to improve conditions that can cause unacceptably low levels of job satisfaction, which lead to burnout and attrition. The quality of the coach-AT relationship and its impact on Job satisfaction needs to be recognized as a contributing factor to AT job satisfaction. Understanding the coach-AT relationship can help direct measures to address decreased job satisfaction levels and stave off attrition in athletic training.
15
Holbrook, Michelle. "Paraeducators in Secondary Transitional Settings: Their Knowledge, Responsibilities, and Training Needs." BYU ScholarsArchive, 2011. https://scholarsarchive.byu.edu/etd/3067.
Full textAbstract:
The authors queried 336 paraeducators working in 34 high schools or special programs offering transitional services for adult students with disabilities. The survey included (a) the contexts in which they support students with disabilities, (b) their knowledge about core competencies in educating these students, (c) the job-related tasks they perform most frequently, (d) their perceived ability to perform these tasks effectively, and (e) their need for further training across these knowledge and task areas. The study replicated a study conducted by Carter, O'Rourke, Sisco, and Pelsue (2009) surveying paraeducators working in K-12 settings. The authors found that paraeducators worked with a broad range of disabilities in multiple types of transitional school or program settings, with moderate supervision using varied types of teaching strategies, and they received most of their training on the job. Although most paraeducators reported having adequate training across knowledge standards, the quality of training received was reported as informal. Reported tasks performed most frequently were nontransition related. Preparing for transition and IEP plans were less frequently performed and trained for; while tasks less pertinent to students in transitional settings were more frequently performed and prepared for such as one-to-one instruction. Supervision under a certified teacher was reported to be moderately occurring (less than 50% of the time). Future research and development of standards for transitional paraeducators working with adults with disabilities is recommended. Identification of needed specific skills should be coupled with more formal training.
16
Leslie, Mildred Ann. "Supported employment: Job coach versus natural support." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/991.
Full text
17
Moran, James P. "The Impact of Extracurricular Activity on Teacher Job Satisfaction." Youngstown State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1492182067273518.
Full text
18
Bouvier, Dianne L. "The Situational Context of Tenured Female Faculty in the Academy and the Impact of Critical Mass of Tenured Female Faculty on Pre-tenure Faculty Job Satisfaction: A Four Discipline Study." Ohio University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1368055373.
Full text
19
Styer-Ferguson, Candice. "The impact of the job coach and a peer-mediated intervention on the social interactions of workers with disabilities /." view abstract or download file of text, 2000. http://wwwlib.umi.com/cr/uoregon/fullcit?p9986762.
Full textAbstract:
Thesis (Ph. D.)--University of Oregon, 2000.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 146-157). Also available for download via the World Wide Web; free to University of Oregon users.
20
Melton, Dana Elizabeth Tharp Piveral Joyce. "Adaptation of the innovation configurations for school-based staff developers for the development of a measure of reading coach job performance." Diss., Columbia, Mo. : University of Missouri-Columbia, 2009. http://hdl.handle.net/10355/6772.
Full textAbstract:
The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on March 26, 2010). Thesis advisor: Dr. Joyce Piveral. Vita. Includes bibliographical references.
21
Hanna, Anton. "“Som en advokat hela vägen” : En kvalitativ studie om jobbcoachers och arbetskonsulenters handlingsutrymme i aktiveringsarbetet." Thesis, Stockholms universitet, Institutionen för socialt arbete, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-189510.
Full textAbstract:
The aim of this study was to explore job-coaches and work consultant’s discretion in work with activation of social assistance recipients. Semistructured interviews have been conducted with 4 job-coaches and 4 work consultants within 2 different municipalities. The interviews have been analyzed using Lipsky's theory on street-level bureaucracy and new institutional organization theory. The results of the study showed that job-coaches and work consultant’s report having a large discretion in the work with activation. Further results show that their experienced discretion in their work is not assessed as being affected by the level of education and age but that the work experience is seen essential. On an organizational level a large supply of activation measures and routines giving support was viewed as important. On a political level political priorities was viewed as an important aspect in regards to the discretion.Syftet med den föreliggande studien har varit att undersöka jobbcoachers och arbetskonsulenters handlingsutrymme i aktiveringsarbetet med socialbidragsklienter. Semistrukturerade intervjuer har genomförts med 8 jobbcoacher och arbetskonsulenter i två kommuner. Intervjumaterialet har analyserats med hjälp av Lipsky´s teori om fornlinjebyråkrati och nyinstitutionell organisationsteori. Studiens resultat visade att jobbcoacher och arbetskonsulenter upplever en stor handlingsfrihet i arbetet med aktivering. Vidare resultat visar att det upplevda handlingsutrymmet i arbetet bedöms inte påverkas av utbildningsnivå och ålder men att yrkeserfarenhet upplevs som betydelsefull. På organisationsnivå ansågs ett stort utbud av aktiveringsåtgärder och stöd inom verksamheten vara av vikt. På politisk nivå ansågs politiska prioriteringar som en viktig aspekt när det gäller handlingsutrymme.
22
Granqvist, Björn, and Carola Nilsson. "Coaching och NLP : Vägledare på resa i coachingdjungeln." Thesis, Stockholm University, Department of Education, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-29049.
Full textAbstract:
Coaching har blivit en trend i vårt samhälle och denna studie kan ses som en resa genom ”coachingdjungeln”. Undersökningen består av strukturerade telefonintervjuer blandat med litteratur- och artikelstudier där syftet var att ta reda på i vilken utsträckning NLP – neurolingvistisk programmering – förekommer i coaching av arbetslösa och hur det används. Urvalsgruppen finns i 14 av Sveriges 21 län och består av kommunala, privata och statligt anställda jobbcoacher som arbetar med individer som står utanför arbetsmarknaden. Resultatet visar att NLP i coaching av arbetslösa inte är en vanlig modell utan det lösningsfokuserade arbetssättet dominerar. Studien belyser att förhållningssätt, begrepp, metoder, inställning till klienter och kommunikativa verktyg är centralt inom all coaching. Undersökningens resultat visar att likheter finns mellan olika coaching- och vägledningsmodellers innehåll fast de kan ha olika benämningar inom respektive modell. Studien visar också coachingens för- och nackdelar samt tankar kring utbildning, professionalitet och yrkestiteln ”coach”.
Coaching has become a trend in our society and this study can be seen as an expedition through the “coaching jungle”. The inquiry consists of structured interviews by telephone mixed by studies of related literature and articles, where the purpose was to find out to what extent NLP – Neuro Linguistic Programming – occurs in coaching of the unemployed and to what extent it is used in coaching. The selection-group can be found in 14 of the 21 counties of Sweden and it contains job coaches from the local government, private and also staff from the public sector who works with unemployed. The results exhibit that NLP is not a regular model in coaching of unemployed – instead the solution-focused model is quite the dominant one among the selection-group in this inquiry. The study also illustrates approaches, concepts, various methods, attitudes to the clients as well as communicative tools which are all central parts of coaching. The survey reveals that there are similarities between the contents of different coaching- and counselling models, even though they might have different names for it. The study shows the pros and cons of coaching in general and also thoughts and opinions of education, professionalism and the job title “coach”.
Examensarbete inom påbyggnadskurs i studie- och yrkesvägledning, studie- och yrkesvägledarprogrammet
23
Serra, Buades Frances. "La Presència del suport natural en els processos d'inclusió laboral mitjançant el model de treball amb suport (supported employment)." Doctoral thesis, Universitat de les Illes Balears, 2004. http://hdl.handle.net/10803/9386.
Full textAbstract:
Els objectius generals que emmarquen aquest estudi donen a conèixer en profunditat el procés d'adaptació a l'empresa des de tres enfocaments diferents els quals afecten als principals protagonistes: al treballador amb necessitats de suport (amb discapacitat significatives), al preparador laboral i al company de treball/supervisor.The general objectives that frame this investigation allow to know in depth the process of adaptation to the company from three different perspectives whose axes impact in the main characters of the study, that is: the workers with support necessities (with significant disabilities), the job coaches and the co-workers/management partners.
24
Pinheiro, Valter Bruno Fernandes. "O comportamento do treinador em competiçao na promoçao do fair play : um estudo nos escaloes de futebol de formaçao." Doctoral thesis, Universitat de Lleida, 2013. http://hdl.handle.net/10803/133929.
Full textAbstract:
Objectius : a) estudiar el comportament de l'entrenador de futbol base en la promoció del fair play, b) analitzar l'opinió dels entrenadors sobre la importància del joc net en el futbol amb els joves, c) comparar el comportament dels entrenadors amb llicenciatura en educació física amb el comportament dels entrenadors no llicenciats en educació física
Metodologia: El disseny de l'estudi és de tipus ideográfic i puntual sobre una mostra de vuit entrenadors de futbol base agrupats en dues tipologies: quatre llicenciats en educació física i quatre no llicenciats. Filmem quatre partits de cada entrenador, arribant a un total de 32 partits. L'anàlisi observacional seqüencial es va realitzar amb el software Theme
conclusions: (1) Els comportaments promotors i no promotors del joc net es donen en ambdós tipus d'entrenadors, (2) Els entrenadors llicenciats tenen una major varietat de comportaments de fair play.Ojetivos :a) estudiar el comportamiento del entrenador de fútbol base en la promoción del juego limpio, b) analizar la opinión de los entrenadores sobre la importancia del juego limpio en el fútbol con los jóvenes c) comparar el comportamiento de los entrenadores con licenciatura en Educación Física con el comportamiento de los entrenadores no licenciados en Educación Física Metodologia: El diseño del estudio fue de tipo ideográfico de seguimiento. La muestra constó de ocho entrenadores de fútbol base, con dos diferentes niveles de formación, cuatro entrenadores licenciados en Educación Física y cuatro entrenadores no licenciados. Filmamos cuatro partidos de cada entrenador, haciendo un total de 32 partidos. La análisis secuencial se realizó con el software Theme conclusiones :(1) Ambos los grupos mostraron comportamientos pomotores y no promotores del juego limpio, (2) Los entrenadores licenciados tienen una mayor variedad de comportamientos de Juego Limpio, incluyendo elogios y aliento, aplaudiendo opositores y alentar a sus atletas a pedir disculpas después de la mala conducta com relación a sus oponentes.
Aims : a) study the behaviour of the football coach of youths in what concerns the promotion of fair play b) analise the opinion of coaches on the importance of fair play in football with young people c) analise the behaviour of coaches with a Physical Education Degree and the behaviour of unlicensed coaches in Physical Education. Methodology:The study design was of the ideographic and specific type. The sample consisted of eight football coaches for young people grouped into two categories: four graduates in Physical Education and four unlicensed coaches. Four games of each coach were filmed, totalling 32 games. The observational sequence was analised with the sofware Theme. conclusions: (1) Behaviours promoting or not promoting fair play could be found in both types of coaches. (2) The licensed coaches have a wider range of fair play behaviours.
25
Wrenn, Colleen. "Facets of job satisfaction for Olympic sport coaches." 2004. http://www.oregonpdf.org.
Full textAbstract:
Thesis (M.A.)--University of North Carolina at Chapel Hill, 2004.Includes bibliographical references (leaves 101-104). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
26
Chao, Chen-Chun, and 趙偵君. "Relationships among Job Stress, Role Conflict, and Job Burnoutof PE Teacher-Coaches." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/39279818775676721862.
Full textAbstract:
碩士臺北市立大學
運動教育研究所
103
Purpose: The study is investigated the relationships among job stress, role conflict, and job burnout of physical education (PE) teacher-coaches. Method: One hundred and seventy-eight PE teachers who served as athletic coaches from junior and senior high schools were recruited as participants. The participants completed a battery of questionnaires regarding job stress, role conflict, and job burnout. The t-test and multiple regression analysis were utilized to analyze the data collected. Results: First, coaches on the school team revealed a higher perception of job pressure than teachers in PE class. Additionally, coaches whose team competed at the international level exhibited less job burnout than those whose team competed at the national level. Second, PE teachers' social-role conflict could negatively predict their low accomplishment. Job pressure regarding students' behavior and interpersonal relationship could positively predict reduced accomplishment and job devaluation. In addition, inter-role conflict and job burden could positively predict emotional exhaustion. Conclusion: Based on the findings of this study, practical suggestions are provided for the PE class teachers as coaches.
27
Yu-Chiu, Liang, and 梁玉秋. "The Study of Job Stress and Job Burnout in Junior High School Baseball Coaches." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/93255340460203354385.
Full textAbstract:
碩士輔仁大學
體育學系碩士班
90
The purpose of this study was to discuss the relationship between job stress and job burnout in junior high school baseball coaches. The subject, attending the junior high school league matches which was held by Ministry of Education, was the junior high school baseball teams’ head coaches and coaches, 178 persons of 91 teams. Data were collected through the use of the “A Questionnaire for Junior High School Baseball Coaches’ Job Burnout and Job Stress”, and the valid questionnaires were 134. The results were followed: 1. The feeling degree of job stress in junior high school baseball coaches was above the average, and the highest score dimension was the “law binding”. 2. There was significant difference in job stress in different demographic variables in junior high school baseball coaches. By all accounts, the lower age, university and college degree, lower coach voucher, full-time coach, adiminstrator position, singleness, and lower training hours per week, the higher job stress with significant. 3. The feeling degree of job burnout in junior high school baseball coaches was below the average, and the highest score dimension was the “Emotional Exhaustion”. 4. There was significant difference in job burnout in different demographic variables in junior high school baseball coaches. By all accounts, the higher educagion background, higher school position, and higher average income per month, the higher job burnout with significant. 5. The relationship between job stress and job burnout had significant positive correlation. Beside, the junior high school baseball coaches had lower job burnout, but higher jog stress.
28
張宏亮. "A study on the perception of job satisfaction and job setting of sports coaches." Thesis, 1988. http://ndltd.ncl.edu.tw/handle/90635055396475858519.
Full text
29
Yen-Han, Chen, and 陳妍含. "A Study On Job Stress And Job Satisfaction Of Sport Coaches In New Taipei City." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/60929430167283013081.
Full textAbstract:
碩士輔仁大學
體育學系碩士班
100
The purposes of the study were to investigate the relationship between Job stress and Job satisfaction of sport coaches and to examine the differences in job stress and job satisfaction based on demographic variables of sport coaches in New Taipei City. Ninety questionnaires were collected from sport coaches in New Taipei City. Item analysis, factor analysis, descriptive statistics, independent sample t test, one-way ANOVA along with Scheffe’s post hoc tests, and pearson’s correlation coefficient were used for data analysis. The results were as follows: 1.Most of the participants were male, aged below 30 years old, single, and with bachelor degree. Additionally, most of the participants have coached school team and possessed basic licenses issued by Sports Affairs Council Moreover, most of them were elementary school-level coaches regulated by Ministry of Education with less than 5years experience, 21-30 training hours per week, and 30,001-40,000 monthly income per month. 2.Female coaches revealed greater “expertise improving ’’than male coaches. Furthermore coaches aged below 30 years old demonstrated greater “Athlete training’’ and “expertise improving” than coaches aged above 41 years old In addition, coaches with 31 training hours and above per week showed higher “work loadings” than coaches with 10 training hours and less. Coaches with monthly income between 30,001 to 40,000 tended to indicate greater “regulation restriction” than those with 50,001 monthly income and above. 3.Female coaches revealed higher “promotion” and “overall perception” than male ones. Coaches below 30 years old demonstrated higher “promotion” and “peer relations” than those above 41 years old. Moreover, coaches with less than 5 years experience indicated greater “peer relations” than those with 6~15 years of experience. Additionally, coaches with 20,001-30,000 monthly income revealed greater “promotion” than those with 50,001 and above monthly income. 4.All sub-dimensions of job stress and job satisfaction were found to be negatively correlated, indicating the higher job stress, the lower job satisfaction. However, “promotion” and “students entrance exam stress” were found to be positively correlated, but failed to reach the level of significantly.
30
Hsiao, Shu-Ting, and 蕭淑婷. "A Study of School Sport Coaches Job Status, Job Stress andJob Barrier in Taipei County." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/38152145787407629477.
Full textAbstract:
碩士輔仁大學
體育學系碩士班
97
The main purpose of this study was to examine the Sport Coaches’ working environment, situations and job stress, and the variations under different background may had influences on job stress, situations. Questionnaire survey and interviews were adapted in this study. The significant of the study were sport coaches in schools in Taipei County. Descriptive statistics, t-test, one-way ANOVA, Sheffe’s method, Pearson’s product moment coefficient of correlation were used to analyze the effective samples collected. The major founding was as follows: 1.Sport coaches’ job stress and job barriers were as follows: (1) Sport coaches’ self-devotion and legal system of job stress was above average while administrative and parental cooperation was under average. (2) Sport coaches’ legal system, the pursuit of further education and promotions were above the average. Trainees and their consoling were above the average. School subsidy and administrative cooperation were under average. Trainees and parents support was under average. 2.Male coaches faced more job stress than female coaches, and there was an significant difference. Different levels of incomes of the sport coaches also make a significant difference of the administration and parents support. 3.In the aspect of job barriers, sports coaches of different levels of achievement had an significant difference in trainees and trainees’ consoling. Sport coaches of different levels of job devotions make a significant difference of trainees’ performance and parents’ support. Sport coaches of different income levels made a significant difference in trainees and trainees’ consoling and as well as in legal system, pursuit of further education and promotion. 4.There was a correlation between sport coaches’ job stress and job barriers. Except that administration and parents support were found to be irrelevant, other aspects were found to have a positive correlation.
31
Lin, Kuan-chun, and 林冠君. "A Study of Job Stress, Social Support and Job Satisfaction for Karate Coaches in Taiwan." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/19796917493697899055.
Full textAbstract:
碩士國立臺灣師範大學
體育學系
95
The purposes of this study were to investigate the situation and relationship of the job stress, social support and job satisfaction dimensions, as well as to examine the differences among coaches’ demographic variables for karate coaches in Taiwan. Data collected through the use of a questionnaire of 175 karate coaches, and in-depth interviews from 4 of them were analyzed. Descriptive statistics, one-way ANOVA, and canonical correlation were computed for statistical analysis. The results were followed: a) Due to the binding of the laws, karate coaches’ job stress were high, but the family gave karate coaches’ more support, and they felt more satisfied with their colleagues. b) The sample subsets of coaches with less significant achievement in karate and lower level of license face more intense job stress. Coaches who achieve greater accomplishment in karate and higher level of license show higher job satisfaction. As far as social support is concerned, the experienced and full-time coaches receive stronger social support. c) There were negative correlations among some factors of the job stress, social support and job satisfaction dimensions. There were positive correlations between some factors of social support and job satisfaction dimensions. d) The effects of the laws, human relation, professional growth, and athlete training in job stress dimension were satisfied of their job, salary, colleagues, and supervisor. The family, supervisor, and professional of the social support dimension influenced the satisfaction of their job, colleagues and supervisor.
32
Hsu, Tse Shin, and 許澤鑫. "Research on Athletic Coaches′ Job Satisfaction from Elementary toHigh Schools inTaipei City." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/brvknk.
Full textAbstract:
碩士臺北市立大學
體育學系體育碩士在職專班
104
This study investigated elementary to high school sports in Taipei school athletic coach for sampling target to study job satisfaction, using questionnaires, designed the questionnaire is divided into "personal background" and "Job Satisfaction Scale". The results of the conclusions and suggestions are as follows: First,understanding the job satisfaction factors, according to the average of the high and low, as "generally satisfactory", "extrinsic satisfaction", "intrinsic satisfaction", and the most attention factors of " extrinsic satisfaction ". Second, different gender marriage, different ages, different educational background of the Taipei School sports coach job satisfaction factors, in the "general satisfaction" of significant differences "extrinsic satisfaction" factor. Third, the Taipei school athletic coach taught at different seniority of job satisfaction factors, in the "extrinsic satisfaction" factor of significant differences. Fourth, the Taipei school sports coaches to teach the different phases of the job satisfaction factors, in the "general satisfaction", "extrinsic satisfaction", the "intrinsic satisfaction" factor of significant differences. Keywords: School Athletic Coach, Job Satisfaction
33
Lee, Wei-Jen, and 李維仁. "A Study of the Relationship between Job Stress and Job Burnout on Badminton Coaches at National Secondary Schools." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/67403359303596348602.
Full textAbstract:
碩士臺北巿立體育學院
運動技術研究所
96
The purpose of present study was to (a) identify the current status of job stress and job burnout among Badminton Team in National Secondary School Coaches; (b) compare national secondary school coaches’ job stress and job burnout in terms of their demographic background; (c) examine the relationships among job stress and job burnout；(d) examine the prediction of job stress on job burnout. The sample was 85 coaches selected from previous order of athletic games on badminton item in 2008 National Secondary School Games. The response rate was 100％ on questionnaire utilized for the data collection. Descriptive statistics, independent sample T-test, one way ANOVA, Pearson Product-Moment correlation and multiple regressions were computed for data analysis. The results indicated that (a) the status of job stress among Badminton Team in National Secondary School Coaches located on satisfied level; (b) the status of job burnout among Badminton Team in National Secondary School Coaches located on unsatisfied level; (c) job stress had no significant difference on gender, phases of teaching, coaching qualification, teaching experience, training hours per week, average income per month; (d) job stress had significant difference on marriage, ages, the coach’s highest educational level, job status, coaching best record, best sport’s level of coach; (e) job burnout had no significant difference on gender, ages, the coach’s highest educational level, job status, coaching qualification, teaching experience, coaching best record, training hours per week, average income per month; (f) job burnout had significant difference on marriage, phases of teaching, best sport’s level of coach; (g) job stress and job burnout were positively correlated significantly; (h) job stress can predict job burnout effectively.
34
Shen, Cheng-Hsiung, and 沈正雄. "An Examination of Job Involvement and Job Satisfaction in Sport Coaches at Hualien Elementary schools and Junior High Schools." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/04895417966370101909.
Full textAbstract:
碩士國立東華大學
體育與運動科學系
103
The purposes of the study were to examine job involvement and job satisfaction of sport coaches between personal variables and the relationship of job involvement and job satisfaction at Hualien elementary schools and junior high schools. The data was collected by questionnaire method. The research instrument was used Questionnaire on job involvement and job satisfaction of sport coaches. The mailing survey was sent to 423 questionnaire to sport coaches from Hualien elementary schools and junior high schools. There were 348 questionnaires collected. The statistical analyses were done by using descriptive statistics, Independent Samples t-test, One-way ANOVA, and Pearson's product-moment correlation coefficient. The resulted were found in the following: 1. Job involvement and job satisfaction of sport coaches had scored on the high-level degree. 2. There were significant differences on job involvement between gender, graduated department, sports coach license, weekly training time, school stages, job status. 3. There were significant differences on job satisfaction between gender, graduated department, sports coach license, weekly training time, school stages, job status. 4. There were positive relationship between job involvement and job satisfaction on sport coaches at Hualien elementary schools and junior high schools. Key words: Sport coaches, Job involvement, Job satisfaction
35
Chiang, Yun-Chiu, and 姜韻秋. "The Study of the Relationship between Job Stress and Job Burnout on Table Tennis Coaches at high schools in Taiwan." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/55508658181905591899.
Full textAbstract:
碩士臺北巿立體育學院
運動科學研究所
93
Abstract The purpose of the study was to (a) investigate the status of job stress and job burnout on table tennis coaches at high schools in Taiwan; (b) compare the differences among coaches in terms of selected background variables on job stress; (c) compare the differences among coaches in terms of selected background variables on job burnout; (d) analyze the relationship between job stress and job burnout among table tennis coaches. The questionnaires designed by the author were utilized for data collection including (a) Personal background information sheet; (b) Job stress inventory, and (c) Job burnout inventory. Seventy-one coaches, who led their teams to participate in “The 2004 National Chung-Cheng Cup Tournament of Table Tennis”, “The 2004 National Guo-Yu Cup Tournament of Table Tennis”, “The 2004 National Freedom Cup Tournament of Table Tennis”, or “The 2003 National High School Tournament of Table Tennis”, were recruited. 65 copies were returned, which is 91%. Descriptive statistics, independent sample t-test, one-way ANOVA, and Pearson Product-Moment correlation were computed for data analysis. The results indicated that (a) The overall scores in table tennis coaches’ job stress are higher than medium status; (b) The overall scores in table tennis coaches’ job burnout are lower than medium status; (c) On the sub-dimension of job stress, coaches in different positions show significant differences in social interaction as well as working environment and facilities; (d) On the sub-dimension of job stress, coaches of different job load show significant differences in their teams’ best achievement; (e) No significant difference is found on job burnout in terms of background variables; (f) The correlation between job stress and job burnout is significantly positive; (g) All the variables, including work load, pressure to win a game, pressure to help students enter a good college, personal relationship, working environment and facilities, can predict coaches job stress and job burnout effectively. Among them, work load is the most effective.
36
Clark, Marsha Joanne. "Acceptability of behavior interventions in supported employment a comparison of employers' and job coaches' perceptions /." 1992. http://catalog.hathitrust.org/api/volumes/oclc/28141863.html.
Full text
37
Huang, Li-Ping, and 黃莉萍. "The Job Stress and Emotional Management of School Full-Time Sport Coaches in New Taipei City." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/d8ysxh.
Full textAbstract:
碩士國立臺灣師範大學
體育學系
105
This study aims at investigating the existing conditions, differences, and correlation in job stress and emotion management of school full-time sport coaches in New Taipei City. It took totally 100 school full-time sport coaches at all levels in New Taipei City as the participanas and conducted questionnaire survey as the research method. Furthermore, the study employed Job Stress and Emotional Management scale as the research tool. Statistical analysis of acquired data is conducted in virtue of a descriptive statistic; independent sample one-way ANOVA and Pearson product-moment correlation. The research results show than: 1. The job stress of school full-time sport coaches in New Taipei City is above average and the maximum job stress comes from guidance and promotion; the emotional management is above average, especially for the ability of empathic emotional. 2. Different background variables of school full-time sport coaches in New Taipei City do not cause differences to job stress. 3.Sport coaches with Grade A license in New Taipei City boast higher capacity of emotional mangement, but different background variables do not cause differences to emotional management. 4. There is no correlation between job stress and emotional management. In conclusion, school full-time sport coaches in New Taipei City feel the deepest job stress on the aspect of guidance and promotion; while most of them show the best emotional management in the ability of empathic emotional. Neither job stress nor emotional management is different among the background variables. However, coaches with Grade A licenses are equipped with better capacity of emotional management. Coaches’ perceptions of job stress and emotional management are uncorrelated. Therefore, coaches’ level of job stress couldn’t refer to the emotional management ability. Keywords: School full-time sport coaches, job stress, emotional managemen
38
Tung, Nguyen Thanh, and 阮清松. "The Relationships Among The Status of Salary, Work and Job Satisfaction of Vietnam National Team’s Coaches." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/pk9u6j.
Full textAbstract:
碩士美和科技大學
企業管理系經營管理碩士班
106
By quantitative analysis, the author has developed a model of the relationship among the status of salary, work and job satisfaction of Vietnam national team’s coaches. By referring to the JDI model of Smith et al (1969), there are factors that directly influence the job satisfaction: (1) Work; (2) Training and advancement opportunities; (3) Supervisors; (4) Co-Workers; (5) Income/salary; (6) Work condition. Results of regression analysis indicated that all factors had a positive effect on the satisfaction of the coaches. The Income had the greatest impact on satisfaction (the largest normalized beta factor). From the results, in order to improve the satisfaction of the coaches, the training center should have policies to improve aspects such as income, works, working conditions, Training and advancement opportunities, supervisors and Co-workers
39
Huang, Wen-Shuan, and 黃文宣. "Importance of Adaptive Behaviors in Employment as Evaluated by Special Education Teachers, Job coaches, and Employers." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/83967159202392875872.
Full textAbstract:
碩士國立高雄師範大學
特殊教育學系
93
The purpose of the study was to explore the importance of adaptive behaviors for mentally retarded adults to be employed and maintained the job, as evaluated by special education teachers, job coaches and employers. Research questions included: 1.How do special education teachers and job coaches evaluate the importance of different adaptive behavior? 2. What are the rationales by which these adaptive behaviors are evaluated? 3. What are the content skills of each adaptive behavior as perceived by these subjects? A 9-point rating scale on importance of adaptive behaviors was designed according to the factorial structure reported by Shan-Lian Shyu, which includes responsibility, cognition, working abilities, autonomy, socialization, communication, personal adjustment and social adjustment. One hundred teachers and 100 job coaches all over Taiwan responded to the scale. The results indicated that responsibility and social adjustment were the most important areas. The other areas from high to low on ranking order were working abilities, autonomy, socialization, personal adjustment, communication, and cognition. As revealed by a Multidimensional Scaling analysis, in the minds of job coaches, the adaptive behaviors were clustered as three groups: (1) autonomy and responsibility, (2) social interaction, and (3) the limit of abilities. By contrast, in the minds of teachers, they were clustered as (1) cognitive abilities, (2) the overall performance, and (3) personal adjustment. An in-depth interview was conducted with each of four teachers, four job coaches and four employers to find out the content skills of the adaptive behavior areas. The results highlighted the specific skill items which can form the basis for assessment tool development in the future. Finally, limitations and implications of the current study are discussed in detail.
40
Kirkpatrick, Kurtis E. "The relationship between perceived occupational stress and social support among college coaches." 2011. http://liblink.bsu.edu/uhtbin/catkey/1656591.
Full textAbstract:
The current study aimed to assess the relationship between perceived occupational stress and social support among collegiate coaches, and if years of coaching experience and competition level (NCAA Division I, II, III) add to the explanation of occupational stress above and beyond social support. The study utilized the Administrative Stress Index (Koch, Gmelch, Tung, & Swent, 1982) in order to measure perceived occupational stress and the Personal Resource Questionnaire: Part 2 (Brandt & Weinert, 1981) to measure perceived social support. Results suggested that task-based stress is significantly related to perceived social support, but years of experience and competition level do not add to the occupational stress explanation. This study provides the field of sport and exercise psychology and the coaching profession with more information about work-related stress in coaches; it also supports previous literature on the stress-support relationship.School of Physical Education, Sport, and Exercise Science
41
Wu, Lin-Ya, and 吳綾雅. "The Relationships of Achievement Motivation, Free Time Management, and Job Satisfaction of Tennis Coaches for Seccondary School." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/10548580285470570800.
Full textAbstract:
碩士大葉大學
管理學院碩士在職專班
100
This study examined the relationships among the achievement motivation, free-time management, and job satisfaction of secondary school tennis coaches. The influence of time management on achievement motivation and free-time management was also clarified. For this study, secondary school tennis coaches were selected as the participants in this research using the convenience sampling method and 110 valid questionnaires were obtained. The statistical analysis results obtained using SPSS software showed that: (1) Differences in gender, experience, coaching certification, length of training, and competition results lead to significant differences in achievement motivation, free-time management, and job satisfaction; (2) There is a positive correlation existed between coaches’ achievement motivation, free-time management, and job satisfaction; that is, the greater the achievement motivation, the greater the job satisfaction and the more efficient the time management; (3) of the seven predictive frames of achievement motivation and free-time management, “sense of achievement,” “sense of responsibility,” and “goal-setting” had an overall predictive power of 27.4%; “sense of achievement” had the greatest predictive power for job satisfaction; and (4) free-time management had a direct effect on job satisfaction, but the effect on achievement motivation and job satisfaction was insignificant. Therefore, the mediating effect of free-time management on achievement motivation and job satisfaction was not established. The findings of this study can be used to management of school tennis coaching teams and as a foundation for related future studies in the future.
42
Chang, Yu-Chung, and 張祐鐘. "Research on the Work Motivation and Job Satisfaction of Taekwondo Coaches in Senior and Vocational High Schools." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/88884318939555635117.
Full textAbstract:
碩士臺北市立大學
運動教育研究所
103
Abstract The main aim of this study was to compare the difference of demographic variables for work motivation and job satisfaction among high and vocational high schools Taekwondo coaches. Additionally, this study was to explore the relationships of work motivation and job satisfaction. This research involved 96 Taekwondo coaches answering a preset questionnaire on their work motivation and job satisfaction in coaching Taekwondo. A T-test, One-Way Analysis of Variance, and Pearson’s Product Moment Correlation Analysis was used in this study, the results came as follows: The male coaches had significant higher scores than female coaches on the variable of work environment. The unmarried coaches had significant higher scores than married coaches on the variable of work remuneration. The grade A coaches had significant higher scores than Grade C coaches on the variable of work environment. The ull-time coaches had significant higher scores than part-time coaches on the variable of work belief. The coaches in Taipei, New Taipei and Keelung had had significant higher scores than those in Yunlin, Chiayi and Tainan on the variable of work environment. The male coaches had significant higher scores than female coaches on the variables of intrinsically subjective and extrinsically objective in their attitudes. The unmarried coaches had significant higher scores than married coaches on the variable of intrinsically subjective in their attitudes. The coaches with NT$80,000 or more income had significant higher scores than coaches with NT$20,000 to NT$34,999 and NT$35,000 to NT$49,999 on the variable of intrinsically subjective in their attitudes. The full-time coaches had significant higher scores than part-time coaches on the variable of intrinsically subjective in their attitudes. In the correlative analysis, results showed that the motivation of work attractiveness, work values, work environment, work remuneration, and the job satisfaction of intrinsically subjective and extrinsically objective subjects showed a significant positive co-relationship among all the different aspects of the exercise. Based on these results, it can be said that coaches with divergent backgrounds differ in their work motivation and job satisfaction. Work motivation ultimately influences job satisfaction.
43
Hung, Ching-Hwai, and 洪慶懷. "A Study of Job Stress, Social Support and Job Satisfaction for Colleges and Universities Athletic Team Coaches – Using Taipei City and Taipei County as Examples." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/71376430978813544161.
Full textAbstract:
碩士輔仁大學
體育學系碩士班
98
The purpose of this study is to realize the relationship among job stress, social support and job satisfaction of athletic team coaches in colleges and universities. And investigate differences and projections of demographic variables for above three points. This study is including a total of 525 coaches from 45 colleges in Taipei. There are 262 coaches from 13 colleges involved in the investigation by using accidental sampling and data were collected via questionnaire. The results were tested through Descriptive statistics analysis, t-test, One-way ANOVA, and multiple stepwise regressions as following: a)The specimen characteristic is "male" coach, age of "41-50 years", "married" in, "advanced degrees," coaching "national team" and holding "A-class licenses (including national)," the "ball", coach majority, working condition mostly the "school teacher and coach," and coach with more than "16 years", weekly training time for the "6-10 hours" and the monthly average income of coaches, "20,000 NT dollars " majority of this study. Job stress status to "teach and promote" the highest; social support status to "family support" as the highest; Job Satisfaction status to "salary treatment" as the lowest. b)The differences of job stress, by Post Hoc comprrison found in the "age", "the best sports achievement", "athletic team types", "working conditions", "coach with seniority" section, among "self-awareness" has significant difference. c)The differences of social support, by Post Hoc comprrison found in the "age", "working conditions" section, among "supervisory support" and "family support", has significant difference, "marital status", "the best sports achievement", "certification hierarchy", "weekly training time" section, among " supervisory support " has significant difference. d)The differences of job satisfaction, by Post Hoc comprrison found in the "sexual", "the best sports achievement", "weekly training time" section, among "overall feeling" has significant difference, "marital status" section, among "leader style" and "promotion and advanced studies" has significant difference, "monthly average income of coaches" section, among "salary treatment" and "promotion and advanced studies" has significant difference. e)The job stress, social support to job satisfaction of predict, the most predictors of job satisfaction is "supervisory support".
44
趙威銘. "Participation motivation and job satisfaction of junior high school teachers as track and field coaches in Taoyuan country." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/52902785378777714728.
Full textAbstract:
碩士國立臺灣師範大學
體育學系在職進修碩士班
101
Abstract The main purpose of this study was to understand current situations of the coach participation motivation and job satisfaction of the junior high school track and field coaches in Taoyuan, and discuss the differences among different background variables. The result should be a reference for executives concerned and sport teams coaches. Questionnaires were used to collect data, and then analyzed by descriptive statistics, independent sampling t-test, one-way ANOVA, Scheffe post comparisons, Pearson product-moment correlation, and canonical correlation. This research recruited 92 junior high school filed and track coaches from 51 schools listed on Taoyuan County Year 101 Combined Games of Elementary and Junior high school. The survey response rate was 100 %. The results are as follow: 1. The participation motivation in junior high school teachers as track and filed coaches show significant differences in different educational background, coaching seniority, and coach certificates. 2. The job satisfaction of junior high school teachers as track and field coaches from different schools show significant differences. 3. There is positive correlation between the participation motivation and job satisfaction of junior high school teachers as coaches. 4. There is canonical correlation between the participation motivation and job satisfaction of junior high school teachers as coaches. The conclusions are: Taoyuan county teachers as track and field coaches show strong participation motivation. Overall, job satisfaction reaches mid-high level. The higher the teachers’ educational background and certificate level, the higher their participation motivation. And it should be the same between teachers’ participation motivation and job satisfaction.
45
Lin, Chen-Yung, and 林正源. "An Examination of Job Stress and Burnout in sport coaches at Hualien Elementary schools and Junior High schools." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/19127098626092512328.
Full textAbstract:
碩士國立東華大學
體育與運動科學系
103
Abstract The purposes of the study were to examine job stress and burnout of sport coaches between personal variables and the relationship of job stress and burnout at Hualine elementary and junior high schools. The data was collected by questionnaire method. The research instrument was used Questionnaire on Job Stress and Burnout of sports coaches. The mailing survey was sent to 300 questionnaires to sport coaches from Hualien elementary schools and junior high schools. There were 248 questionnaires collected. The statistical analyses were done by using descriptive statistics, independent Samples t-test, One-way ANOVA, and Pearson's product-moment correlation coefficient. The resulted were found in the following: 1. Job Stress and burnout of sport coaches had scored on the high-level degree. 2. There were significant differences on professional competence between graduated department, sports coach license, sport types and best performance sports. There wre singnificant differences on workload, administrative support and interepersonal relationship between high level of education, weekly training time. There were significant differences on training performance between school stages. There wre singnificant differences on administrative support between sport classes. 3. There were significant differences on impersonal between gender. There were significant differences on emotional exhaustion, impersonal, and burnout between weekly training time and job status. There were significant differences on emotional exhaustion and burnout between high level of education. 4. There were positive relationship between job stress and burnout on sport coaches at Hualien elementary schools and jounior high schools.
46
Liu, Chia-Horng, and 劉家宏. "The Relationships of the Job Satisfaction, Social Support, and Job Burnout for Track and Field Coaches: An Example on the Elementary Schools in Chang-Hua County." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/41450478945766547597.
Full textAbstract:
碩士大葉大學
運動事業管理學系碩士在職專班
97
This study mainly aims to find out the relationships of job satisfaction, social support, and job burnout of track and field coaches. Taking a “Questionnaire on Job Satisfaction, Social Support, and Job Burnout of Track and Field Coaches in Elementary Schools in Chang-Hua County” as a tool, the study analyzes the differences of three variables associated with the discrepancy in background variables. A total of 306 questionnaires have been distributed and 275 of them are recovered. Of the recovered questionnaires, 265 are valid questionnaires; the recovery rate of valid questionnaires is 86.6%. The study results after statistical analysis are: (1) The job satisfaction levels of track and field coaches in elementary schools of Chang-Hua County fall between “ordinary” and “satisfied” (M=3.44), the job satisfaction levels are not too high. On the whole, their social supports are also not that high--just above average and fall between “ordinary” and “support” (M=3.65). Overall, the job burnout among them is moderate (M=2.93); this reveals that most of the track and field coaches feel a bit burnout. (2) The study finds a positive correlation (r=.582, p＜.01) between the job satisfaction and social support of track and field coaches in elementary schools of Chang-Hua County; there is a negative correlation (r=-.224, p＜.01) between job satisfaction and job burnout; furthermore, a negative correlation (r=-.155, p＜.01) has been found between social support and job burnout. (3) No significant differences have been found in the job satisfaction of track and field coaches in elementary schools regardless of their background variables, except their teaching position. (4) There is no significant difference on social support of track and field coaches in elementary schools with different background variables. (5) No significant difference has been found in the job burnout of track and field coaches in elementary schools with different background variables.
47
Yu, Shu-Chun, and 尤淑君. "The Roles of Special Educators in Vocational Senior High Schools and the Roles of Job Coaches in Transition Services." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/724p8z.
Full textAbstract:
碩士國立臺灣師範大學
復健諮商研究所
96
The purpose of this study was to explore the role of special educators and the role of job coaches in helping students with disabilities transiting form school to work. A self-designed questionnaire developed through extensive literature review was used to collect data. 122 special educators and 67 job coaches in Taipei City and in Taipei County replied the questionnaire and the data was analyzed by SPSS 11.5. The results indicated the followings: 1. Special educators should play significant roles in the following six professional tasks. They were “developing students’ transition plans”, “conducting related assessments”, “instructing curricula related to employment”, “implementing community-based training in jobsites”, “empowering parents and students in the process of transition”, and “coordinating professional collaboration”. However, special educators should not play the role in “providing job placement activities for students”. The roles of special educators indicated by themselves were similar with the expectations of job coaches. 2. Job coaches should play significant roles in the following five professional tasks. They were “conducting related assessments”, “instructing curricula related to employment”, “providing job placement activities for students”, “empowering parents and students become in the process of transition”, and “coordinating professional collaboration”. However, job coaches did not agree with the roles in “developing students’ transition plans” and “implementing community-based training in jobsites”, which were highly expected by special educators. 3. The expectations of special educators about themselves and job coaches varied with the areas they worked in, with their professional training, and with their cooperative experiences with job coaches. Similarly, the expectations of job coaches about themselves and special educators differed from the areas they worked in, their positions, and their cooperative experiences with special educators. 4. Both special educators and job coaches should play the roles in the following four professional tasks. They were “conducting related assessments”, “instructing curricula related to employment”, “empowering parents and students in the process of transition”, and “coordinating professional collaboration”. Special educators especially should take charge of these works. Job coaches should play significant role in providing job placement activities for students with disabilities. However, some roles in “developing students’ transition plans” and “implementing community-based training in jobsites” were not clear. Neither special educators nor job coaches want to take charges of these tasks. These tasks needed to be clarified in further studies. According to the research results, suggestions were proposed with the aspects of establishing transition services systems, increasing cooperation opportunities of special educators and job coaches, and enhancing transition competence of special educators.
48
Wu, Yi-Jung, and 吳宜容. "Perceptions of People with Psychiatric Disabilities, Employers, and Job Coaches Toward Factors Affecting Successful Employment for Individuals with Psychiatric Disorders." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/47340969979802864333.
Full textAbstract:
碩士高雄醫學大學
行為科學研究所碩士班
94
ABSTRACT The employment rate for people with psychiatric disabilities remained low. Employment issue for individuals with psychiatric disorders has been rigorously discussed in the Western countries; however, research is scarce in this regard in Taiwan. In particular, little is known about the perceptions of employers toward the employment difficulties of employees with psychiatric disabilities. Therefore, the purpose of this study is twofold. First, this study is to develop a questionnaire on factors affecting successful employment for people with psychiatric disabilities. The second purpose of this study is to compare the point of views of people with psychiatric illness who are employed, people with psychiatric illness who are unemployed, employers, and job coaches regarding factors affecting successful employment for people with psychiatric disabilities. The questionnaire was developed on the basis of the recorded focus groups interviews and structured interviews with individuals, literature search, as well as expert opinions. The final version consisted of 37 items grouped into four subsections: psychiatric symptoms (5 items), overall functioning (11 items), general work behaviors (9 items), and environmental and socio-economic factors (12 items). The questionnaire was mailed to 23 psychiatric facilities randomly selected from the 2006 Taiwan public/private psychiatric facilities list. Three hundred sixty-seven questionnaires were returned, giving a response rate of 65%. Among these, the valid responses for employed people with psychiatric disabilities, unemployed people with psychiatric disabilities, employers, and job coaches were 96, 113, 61, 97, respectively. Statistical analyses were conducted to investigate the psychometric properties of the questionnaire, including (1) Cronbach''s alpha to evaluate the homogeneity of items, (2) Pearson’s correlation to examine test-retest reliability (time interval 3 to 4 weeks), and (3) confirmatory factor analysis to evaluate the factor structure. After proving that the questionnaire has acceptable reliability and validity, multivariate analysis of variance followed by univariate analysis of variance and post hoc pairwise comparisons were applied to compare the perceptions among four groups of respondents. Several important findings emerged from the study. First, the questionnaire showed high internal consistency: Cronbach''s alpha values for the subscales were 0.83 (psychiatric symptoms), 0.94 (over functioning), 0.92 (general work behaviors), 0.90 (environmental and socioeconomic factors, and 0.97 (total questionnaire). Second, test-retest reliabilities were acceptable, ranging from 0.60 to 0.80. Third, the unidimensional factor structure of this questionnaire was supported. Fourth, job coaches scored significantly higher than the other three groups on all four subsections, whereas significant differences existed in symptom control, side effects of medications, attention, daily functioning, and personal appearance and hygiene between employers and people with psychiatric disabilities. Employed group differed from unemployed group only on the effects of negative symptoms on successful employment. Implications and suggestions for future directions for research on employment for people psychiatric disorders were recommended. Key words: employment, psychiatric disability, employer, job coach
49
HUANG, PAO-HSUEH, and 黃寶雪. "Job Stressors, Cognitive Appraisal, and Job Stress Outcomes of Taiwanese Coach Driver." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/dtq76e.
Full textAbstract:
碩士中國文化大學
觀光事業學系觀光休閒事業碩士在職專班
105
This study explores relationships between job stressors, cognitive appraisal and job stress outcomes of Taiwanese coach drivers, using cognitive appraisal as mediator. The method of Judgmental Sampling is used to target the drivers at the parking lots of top scenic spots in northern Taiwan. It turns out 384 questionnaires available for data analysis by SPSS21 software. The results indicate that the job stressors have a positive effect on the job stress outcomes and cognitive appraisal. Cognitive responses do help to alleviate the negative effects of work stress. The cognitive appraisal has a mediating effect between the job stressors and stress outcomes. Generally, the drivers have perceived a high degree of work pressure. However, they have devoted to driving profession. Regarding their pressure release modes, most of them are turning to self-adjustment or peer chitchat. Very few would look for assistance from social resources (such as medical care or counseling) or engage leisure activities. The finding suggests that the leisure education and life counseling are essential to drivers. A well-designed life and leisure education would be helpful to guide these stressful ones to deal with job stress more effectively. In turn, the effort would pay off to each safe journey. Finally, along with the conclusion the implications are presented, hopefully, to be useful for policy making or management strategy.
50
Huang, Ming-Jen, and 黃明仁. "The Study of Specially Appointed Sports Coach’s Job Satisfaction in Taiwan Municipal Schools." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/64020432098938860580.
Full textAbstract:
碩士臺北巿立體育學院
運動技術研究所
97
Abstract The purpose of this study was to investigate sports coaches’ job satisfaction within different levels of schools, also comparing the relationship between sports coaches’ job satisfaction and their individual backgrounds. 218 participants were the research population in this study serving as specially appointed sports coach in different level of schools; questionnaire survey was used to collect data, it is noted that the survey instrument was the Specially Appointed Sports Coaches’ Job Satisfaction Questionnaire which edited by the researcher of this study. The questionnaire was divided into two parts: a) personal demographic information; b) specially appointed coaches’ job satisfaction scale, which includes salary and benefits, advanced courses opportunities, job quality, working environment, coworkers’ relationship, and administrative leadership. The Likert Scale five-point scale was used for scoring. This study used random sampling to select participants from 218 coaches, 139 valid survey instruments were returned and the valid returned rate was 63.76%. Through a) descriptive statistics; b) Independent Samples t-test, One-Way ANOVA, and Scheffe’s test statistical analyses, this study resulted in the following: 1. A mean of 3.51 and a standard deviation of 0.49 were generated for different levels of specially appointed sports coaches’ job satisfaction; within the scale, the highest average scores was 4.24 for job quality, then 4.08 for coworkers’ relationship, 3.89 for administrative leadership, 3.44 for working environment, 2.98 for advanced courses opportunities, and at last 2.24 for salary and benefits. 2.The significant differences were found on job satisfaction by sex, marriages, ages,speciality, grades, academic credentials, and at stage of school. The researcher combines it to the result of study, propose the concrete suggestion by offering the school , private sport coach and sports responsible institution to consult .